The Dissatisfied Employee

Submitted by: Homer Leandro P. Lozada BOM36

View Point Tony and Annie, both Supervisors in the trust department of the CBA Banking Corporation are having a conversation about the future of their career in the company over a cup of coffee. They are feeling a bit uneasy about their boss replies that there are all kinds of possibilities and the sky is the limit regarding their inquiries about opportunities. Both employees are staring to doubt and begin to feel dissatisfaction towards their job and wonder and claim for concrete answers.

Time Context The problem started when a supervisory employee Tony started to feel dissatisfaction towards his work after being on the same position for four year in service and unable to get his hands on promotion without a concrete explanation.

Statement of the Problem a. Major- Dissatisfaction of employees due to vague career and promotion opportunities. b. Minor- lack of proper communication that cultivate a good employee-employer relationship.

Objective The objective of this case analysis is to identify the causes of dissatisfaction to the employees of the trust department of the CBA banking corporation and provide a viable solution in order to reassure the employees and help the employer in keeping the workers satisfied with their job.

SWOT Analysis Strength: Identification of the causes of employee dissatisfaction could help in developing a better management program and a sound human resource management. Weakness: Solutions drawn from this case analysis would take time to implement, meaning, it is not instant and the problem will continue to occur until such solutions are put into action. Opportunity: Solutions drawn from this case analysis could create a wide range of operations and human resource management programs that can help in formulating different varieties of such which is good for employee satisfaction. Threat: Poor identification of areas where proper actions should be taken and poor implementation of solution could lead to a negative routine effect to the employees which in turn lead again to dissatisfaction.

Alternative Courses of Action Major 1. The company should provide a clear criterion for employee promotion. 2. The company should conduct an evaluation of employees and let them be informed of their performance. 3. The company should set goals and set standards where they and the employees also can compare their actual performance in order to avoid baseless inferences.

Minor 1. Cultivate proper communication among co-workers with regards to position and personality. 2. Hierarchy in the organization must be observed with respect to each other. 3. Proper dissemination of information within the organization must be observed and a sound administration where both employee and employer can actively participate.

Recommendation Major As a recommendation, the company should provide a clear criterion for employee promotion which employees can be aware of in order for them to set their own personal goal. Without a proper criterion, employees would work like a blind because they do not know what their target is unlike if there is something that they can aim for, all of their efforts would not be wasted and all of the aspiring employees would be driven to work and be motivated to do better.

Minor As a recommendation to solve the minor problem, it is advised that the company should have a sound administration which is open for active participation for both the employee and the employer. They should also have a proper way in disseminating information within the organization to keep the employees updated of what is going on inside the enterprise and what are needed and not for them to do so as not to waste their time and effort. Plan of Action 1. The company should conduct a job analysis and employee performance appraisal. 2. The company should inform their employees about the requirements for promotion and what are expected of them in work. They should set standards and goals for employees to follow like monthly targets of production or services done. 3. The company should hire an industrial psychologist that could help them in terms of research and actual assistance to employees needs.

References Spector, P. (2008). Industrial and Organizational Psychology. Research and Practice. 5th Edition. John Wiley and Sons, Inc.